People Management

With some employees, it isn’t a matter of ability, it’s a matter of attitude. And while you can’t control someone’s horrible personality, you can decide how you’re going to respond. Use these scripts and strategies to confront problem employees and effectively manage employee discipline so you can bring motivating back to the forefront of your workday.

The first rule of people management is not to let one bad apple spoil your whole bunch. Difficult people can put a strain on the productive members of your team.

Make the most of your human capital. Browse our articles on the good, the bad and the ugly of People Management…

Just as the coach of a losing team can be the force that keeps players giving their all down to the last second of the game, managers have an opportunity to make a significant impact on how their employees perceive times of challenge—even when the company chips are down.

To give a truly rousing pep talk that motivates your employees and spurs them to action, researchers Jacqueline and Milton Mayfield at Texas A&M International University say the most successful talks contain these three elements.

Q. I’m amazed by the demands my employees make. It never stops. They want to work from home. They want more time off (one guy requested a three-month sabbatical!). I never expected being a supervisor would require fending off constant outlandish requests. What can I do?

Finding qualified candidates requires an investment of time, energy and money from all involved in your organization’s recruitment, hiring and training functions—but your role as a manager doesn’t really begin until after employees have completed their new-hire paperwork.

Your employees have job titles. And specific duties are inherent in the title. But, often, it’s not that simple. Here are some guidelines to help you keep job descriptions in line with the actual work your employees do.